To us, that starts with assembling a diverse team, building an inclusive culture, and eliminating barriers to equity and participation to foster a company where everyone belongs.
We believe that in order to be all IN, people need to feel seen, heard, respected, supported, and valued — with equal access to the information and opportunities needed to help them grow.
To us, the best ideas are born out of diverse cultural perspectives, different skillsets, and a broadly felt sense of belonging. With those ingredients in place, we’ll come together to boldly innovate and drive success in an ever-changing world.
At Ingredion, our commitment to diversity, equity, and inclusion (DEI) is grounded in our core values. Find out more in our Diversity, Equity & Inclusion: Beyond Belonging 2021 report.
Learn how our commitment to diversity, equity, and inclusion (DEI) is grounded in our core values.
Business resource groups (BRGs) are an integral part to the success of our DEI strategy and our Ingredion culture.
about representation of all varied identities and differences.
about ensuring all people have fair access, opportunity, resources, and are empowered to thrive.
about creating a collaborative and openminded environment where everyone feels they truly belong and can grow.
We are committed to improving global representation of women in management with a goal of achieving gender balance by 2030 and improving representation of Black, Indigenous and People of Color (BIPOC) at the management level in the U.S., with the goal to reach 38% by 2030.
We create lasting partnerships by creating, sharing, and diversifying our workplace. As an organisation we will:
"We are proud to partner with the Paradigm for Parity movement and work toward addressing gender imbalances prevalent in corporate leadership positions. We are committed to supporting change through implementing the 5-Point Paradigm for Parity Action Plan, which lays out proactive steps for companies to take to eliminate workplace inequality".
- Jim Zallie, CEO
The action plan includes:
Minimising and eliminating unconscious bias in the workplace.
Significantly increasing the number of women in senior operating roles, with the near-term goal of at least 30 percent representation in all leadership groups.
Measuring targets and maintaining accountability by providing regular progress reports.
Basing career progress on business results and performance, rather than physical presence in the office.
Providing sponsors, not just mentors, to women well positioned for long-term success.